Empxtrack Performance Management is one of the most configurable and customizable products in the market. It has been developed to meet existing needs of an organization and help them build a high performing workforce. Empxtrack Performance Management supports Goal setting, Performance Appraisals, 360 Reviews, Training and Development, Pay for Performance and Succession Planning. This presentation highlights important features of multiple modules and their benefits that each stakeholder (employees, manager and HR) can gain by using Empxtrack.

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Performance Management – A New Approach to Build
Productive and Engaged Teams

2. Setting employee goals is the first step in the planning process.
Set goals that map to the job role of each employee. Track goal progress to view achievements and
mentor employees as per corrective action plan.
Goal Setting and Tracking
“Failing to plan is planning to fail”
Employees
With pre-defined
goals, employees
know what is
expected from
them at work
Managers
Through goal
setting, managers
set clear
expectations and
easily evaluate
employee
performance
against each goal.
HR Manager
HR understands
employee
contribution
towards company
goals.

3. Goal Setting and Tracking
Empxtrack supports goal
tracking. System will
remind employees to fill in
achievements periodically
Setup goal
weights to
identify high
priority goals
Divide the goals into
tasks & measures to
mentor and guide
employees
Quickly view the
status of goalsheets
across the company
Divide goals into categories
for easier analysis and
focus in multiple areas
Quickly capture
& view
achievements
View goal achievements and
take remedial actions in a
timely manner if achievements
are slipping

4. Create a culture of continuous feedback and reviews.
Use correct set of attributes to review employee performance and provide constructive feedback on
ongoing basis.
Performance Appraisal
“Once-a-year appraisals do more harm than good”
Employees
Receive unbiased,
personalised
feedback
continuously.
Performance
evaluation is
transparent and
objective.
Managers
Get year-round
reports to fairly
evaluate employees’
performance.
Provide coaching
and guidance on
corrective action
plan.
HR Manager
Have more
visibility and
transparency in
the appraisal
process.

5. Performance Appraisal
Multiple forms to
support various
needs of an
organization
Managers can rate
multiple employees
simultaneously
allowing
comparative rating
Identify HIPOs and
Non-performers
Configurable help to
assist employees
and managers
Employees can enter
ratings and comments,
viewable by managers
View status in
real-time and run
reports to extract data

6. Solicit feedback from multiple sources to get a
well- rounded, holistic and unbiased view on
employees’ skills.
360-degree Review
“People don’t realize their strengths, until they come face-to-face with their weaknesses”
Employees
Get an opportunity
to know how they
are perceived at
workplace.
Managers
Have a balanced look
at team members’
performance and
contribution.
HR Manager
Use multi-rater
feedback wisely to
bridge competency
gaps and nurture
future leaders.
Select multiple
reviewers for 360
degree review

7. Ongoing mentoring and coaching assures improved performance.
Learning is a constant process, so hone unique skills of your workforce and prepare them to take the
next big challenge.
Training and Development
“In training, there’s no losing or winning. It’s all about learning”
Employees
Learning and skill
development helps in
career growth.
Managers/ Trainers
Training helps to
reduce skill gaps and
support team
development.
HR Manager
Build a productive
and skilled workforce.

8. Training & Development
Plan multiple training
programs
Centralize training database

9. Link employee performance with compensation to
motivate the workforce.
Identify top performers and reward them with
incentives and bonus to lead others by an
example.
Pay for Performance
“Those who perform better than others, deserve to be paid higher”
Employees
Get fair
compensation for
exceeding the
expectations.
Managers
Create high
performing teams &
result-driven work
culture.
HR Manager
Align rewards with
employee performance
to create a highly
engaged, stronger &
productive workforce.
Create a variable
pay plan
Create multiple
performance variable
pay plans

10. Identify and develop potential successors in a systematic procedure.
Prepare a succession pipeline to meet future requirements without interrupting business continuity. Fill
each key role within the company by developing employees.
Succession Planning
“Succession Planning doesn’t start with people. It starts with the
requirement of the position.”
Employees
Boost in morale.
Reinforcement of
career development.
Feel valued and
motivated to work.
Managers
Identify skill sets
among the team
members and develop
high potential
employees.
HR Manager
Ensure seamless
handover of new roles
and responsibilities to
the next leader.
Mitigate attrition by
retaining talent pool of
employees.

11. Succession Planning

12. Ease Of Use
Why Choose Empxtrack Performance Management?
Maps to
existing
processes of
any
organization
Creates a
performance
driven culture
Improves
user
experience
Scales up
productivity
Empowers
workforce
Tracks &
improves
real-time
performance
Encourages
frequent
check-ins
Identifies
and rewards
top
performers

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If you have any queries, feel free to contact us or write us at marketing@empxtrack.com
Thank you
Empxtrack Team
Phone: +1-888-840-2682